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Will You Add? - Business Owners: You Can Attract Top Talent Even In Tight Labor Markets
If you are reading this article, chances are you could use a little extra money. With the advent of the internet and the migration of advertising dollars from print to electronic (and this time, it’s the real thing, I swear! Not one of those 1999 tech busts!...Seriously!) If you own a small business today, you look at many advertising mediums. The majority of these mediums lump themselves into 2 categories, creative or direct.Creative has always been the crapshoot for the small business owner. A sales rep walks into your business, espousing the greater good of television or radio advertising, quickly moves past the ratings, viewers etc and into the sexiness of hearing your name at 6:57am Monday, Thursday and Saturday if you are watching station X or listening to station Y. If this product didn’t work, a Super Bowl commercial price tag would
b. If you are on a busy street or even a ‘not so busy street’ used by the types of people you are seeking, why not use a portable rental sign?
c. One business owner continually found good employees by advertising for them on his fleet of trucks.
d. An employer connected with several good candidates by placing a large sign in the back of his pickup then parking it at Wal-Mart, Home Depot, and other high traffic locations on weekends. Think ‘out-of-the-box’!
e. A business located on a busy street put a huge banner on the front of their building advertising for salespeople. Twenty-three people applied for the job over a six-day period of time.
6. Post yo
There is a concept in the military called a force multiplier. This is anything that increases the effectiveness of the military unit. Like a machine gun verses a single shot rifle. The machine gun is several times more effective than the rifle. Thus, the machine gun can take the place of a whole group of riflemen.The main force multiplier of the modern business world is technology, and computers are our machineguns.Technology allows the small business owner to compete with big corporate organizations. Consider.Force Multiplier OneWe all know how the desktop PC has changed the way we do business, but have you really looked at how it can increase the productivity of your office?Simply connecting your computers together into a local area network (LAN) can greatly increase your employees’ ability to communicate, w
If your total recruiting effort consists of simply placing a ‘help-wanted’ ad in the local newspaper you will often fail to attract the candidates you want. You need to take a more creative approach, especially in markets with low unemployment.
You’ll also want to create powerful recruiting materials.
A mistake made by many employers is to describe their job opportunity only in terms of what they require. They fail to explain why their company is a great place to work.
You will more successfully attract the best candidates when you realize this truth—recruiting is a marketing activity. In tight labor markets this is especially true because your best potential candidates often currently have a job with someone else—your competition!
Recognize that all potential job candidates have one question uppermost in their minds, “What’s in it for me?” When you skillfully answer that question in your recruiting materials you will attract both a better quality and higher number of candidates.
If you don’t tell prospective candidates why your company is a great place to work and someone else who is recruiting at the same time does tell them, you will never be better than second choice. And over time, the quality of your team will be weaker as a result. So always sell your company as a great place to work.
Now let’s look at 19 ways to attract candidates.
1. Use networking. Did you know research shows that each person living in an urban area knows about 250 people? Tell everyone you know—family, friends, suppliers, customers, accountant, lawyer, acquaintances—even your mailman—you have a great employment opportunity for someone.
Talk about your job opportunity at your club and professional association meetings, at church, at your children’s activities, at your hairdresser or barber, and everywhere else you have contact with acquaintances. Give business cards to everyone you talk to and ask them to tell others about your position.
Be specific about the reasons your job opportunity is a good one and why your company is a great place to work. Tell everyone you would like to interview people who are employed but want a better job as well as unemployed people.
2. Offer a finder’s fee (usually $100 to $200) to anyone who refers a candidate whom you hire and who stays on the job beyond the standard 90-day probationary period.
3. Let your current employees know you are hiring. Ask them to tell everyone they know about the opportunity and remind them about your finders fee program.
4. When you hire someone who previously worked for a company that employs people with the same skills you require, ask your new employee to invite former coworkers he or she believes were the very best to apply with you.
5. Use signs to advertise your position.
a. Put signs in your window, on the counter, in the shipping and receiving department, and anywhere else the public is likely to see them.
b. If you are on a busy street or even a ‘not so busy street’ used by the types of people you are seeking, why not use a portable rental sign?
c. One business owner continually found good employees by advertising for them on his fleet of trucks.
d. An employer connected with several good candidates by placing a large sign in the back of his pickup then parking it at Wal-Mart, Home Depot, and other high traffic locations on weekends. Think ‘out-of-the-box’!
e. A business located on a busy street put a huge banner on the front of their building advertising for salespeople. Twenty-three people applied for the job over a six-day period of time.
6. Post yo
The overall number of physicians now seeking overseas opportunities has been on the rise, and there are many countries that always have an increasing demand for medical personnel. The reasons for physicians looking for jobs in foreign countries could be many, but primarily they are the ones looking for the opportunity to practice medicine in a culture outside of their own so that they can gain additional and unique experiences. Those who seek opportunities outside the country are mainly driven by an inner need to take on fresh challenges and are not basically afraid of exposing themselves and their family members to alien surroundings. Of course, it stands to reason that pay packages are another motivation for many physicians to go abroad.However, for any physician who wants to practice in another country, there are several ground rules tha
Recognize that all potential job candidates have one question uppermost in their minds, “What’s in it for me?” When you skillfully answer that question in your recruiting materials you will attract both a better quality and higher number of candidates.
If you don’t tell prospective candidates why your company is a great place to work and someone else who is recruiting at the same time does tell them, you will never be better than second choice. And over time, the quality of your team will be weaker as a result. So always sell your company as a great place to work.
Now let’s look at 19 ways to attract candidates.
1. Use networking. Did you know research shows that each person living in an urban area knows about 250 people? Tell everyone you know—family, friends, suppliers, customers, accountant, lawyer, acquaintances—even your mailman—you have a great employment opportunity for someone.
Talk about your job opportunity at your club and professional association meetings, at church, at your children’s activities, at your hairdresser or barber, and everywhere else you have contact with acquaintances. Give business cards to everyone you talk to and ask them to tell others about your position.
Be specific about the reasons your job opportunity is a good one and why your company is a great place to work. Tell everyone you would like to interview people who are employed but want a better job as well as unemployed people.
2. Offer a finder’s fee (usually $100 to $200) to anyone who refers a candidate whom you hire and who stays on the job beyond the standard 90-day probationary period.
3. Let your current employees know you are hiring. Ask them to tell everyone they know about the opportunity and remind them about your finders fee program.
4. When you hire someone who previously worked for a company that employs people with the same skills you require, ask your new employee to invite former coworkers he or she believes were the very best to apply with you.
5. Use signs to advertise your position.
a. Put signs in your window, on the counter, in the shipping and receiving department, and anywhere else the public is likely to see them.
b. If you are on a busy street or even a ‘not so busy street’ used by the types of people you are seeking, why not use a portable rental sign?
c. One business owner continually found good employees by advertising for them on his fleet of trucks.
d. An employer connected with several good candidates by placing a large sign in the back of his pickup then parking it at Wal-Mart, Home Depot, and other high traffic locations on weekends. Think ‘out-of-the-box’!
e. A business located on a busy street put a huge banner on the front of their building advertising for salespeople. Twenty-three people applied for the job over a six-day period of time.
6. Post yo
In today’s business world, the pressure for financial performance has created a supercharged atmosphere in which the only goal seems to be to make as much cash as fast as possible. Few industries have changed under this pressure as much as the advertising industry.Industry professionals are caught in a crossfire between clients who demand ever increasing return on investment (which generally means lower price) and their own managers who seek ever escalating revenues. Today fewer people are doing more work than ever before and earning less. The resulting pressure has taken a lot of the fun out of a business that was traditionally focused on delivering big ideas and powerful solutions.The problem has been exacerbated over the last fifteen years as the ad agency business has gone public. Estimates vary, yet most agree that over ? of the
Talk about your job opportunity at your club and professional association meetings, at church, at your children’s activities, at your hairdresser or barber, and everywhere else you have contact with acquaintances. Give business cards to everyone you talk to and ask them to tell others about your position.
Be specific about the reasons your job opportunity is a good one and why your company is a great place to work. Tell everyone you would like to interview people who are employed but want a better job as well as unemployed people.
2. Offer a finder’s fee (usually $100 to $200) to anyone who refers a candidate whom you hire and who stays on the job beyond the standard 90-day probationary period.
3. Let your current employees know you are hiring. Ask them to tell everyone they know about the opportunity and remind them about your finders fee program.
4. When you hire someone who previously worked for a company that employs people with the same skills you require, ask your new employee to invite former coworkers he or she believes were the very best to apply with you.
5. Use signs to advertise your position.
a. Put signs in your window, on the counter, in the shipping and receiving department, and anywhere else the public is likely to see them.
b. If you are on a busy street or even a ‘not so busy street’ used by the types of people you are seeking, why not use a portable rental sign?
c. One business owner continually found good employees by advertising for them on his fleet of trucks.
d. An employer connected with several good candidates by placing a large sign in the back of his pickup then parking it at Wal-Mart, Home Depot, and other high traffic locations on weekends. Think ‘out-of-the-box’!
e. A business located on a busy street put a huge banner on the front of their building advertising for salespeople. Twenty-three people applied for the job over a six-day period of time.
6. Post yo
Retail shops are nearly always teeming with people. They come in a large number and on a busy day, during peak hours, it might become almost impossible to deal with so many customers. The task of managing accounts in such a situation can be really tough due to the sheer variety of the products people buy.Therefore, for a retail shop owner it is very important that he knows what has been sold for how much and when so as to keep his business profitable. It is to assist such business owners that the computer programming wizards have come up with a number of retail business accounting software that have made accounting far easier than ever it was.The software is made keeping in mind the necessity of a shop owner to know exactly how much stock is there in the shop and how much has been sold. The monitoring of this kind helps one understan
2. Offer a finder’s fee (usually $100 to $200) to anyone who refers a candidate whom you hire and who stays on the job beyond the standard 90-day probationary period.
3. Let your current employees know you are hiring. Ask them to tell everyone they know about the opportunity and remind them about your finders fee program.
4. When you hire someone who previously worked for a company that employs people with the same skills you require, ask your new employee to invite former coworkers he or she believes were the very best to apply with you.
5. Use signs to advertise your position.
a. Put signs in your window, on the counter, in the shipping and receiving department, and anywhere else the public is likely to see them.
b. If you are on a busy street or even a ‘not so busy street’ used by the types of people you are seeking, why not use a portable rental sign?
c. One business owner continually found good employees by advertising for them on his fleet of trucks.
d. An employer connected with several good candidates by placing a large sign in the back of his pickup then parking it at Wal-Mart, Home Depot, and other high traffic locations on weekends. Think ‘out-of-the-box’!
e. A business located on a busy street put a huge banner on the front of their building advertising for salespeople. Twenty-three people applied for the job over a six-day period of time.
6. Post yo
Charities are those organizations that provide a unique or set of unique programs within the community that they serve. Often these services are provided to their clients at no charge or are based on a fee in accordance with their level of income. Examples of some of these services provided by charities include the provision of clothing and food to the homeless, delivery of meals to the senior population, youth building programs, energy assistance, hospice care, etc.In addition, to provide the services needed in any given community, the charity is comprised of minimal staff that is paid less, the extensive use of volunteers, governance by volunteer leadership and a heavy dependence on charitable giving. Therefore, fundraising for charity can be a very demanding, but rewarding effort on the part of those who participate in this effort.
b. If you are on a busy street or even a ‘not so busy street’ used by the types of people you are seeking, why not use a portable rental sign?
c. One business owner continually found good employees by advertising for them on his fleet of trucks.
d. An employer connected with several good candidates by placing a large sign in the back of his pickup then parking it at Wal-Mart, Home Depot, and other high traffic locations on weekends. Think ‘out-of-the-box’!
e. A business located on a busy street put a huge banner on the front of their building advertising for salespeople. Twenty-three people applied for the job over a six-day period of time.
6. Post your position on Internet databases. Many governments maintain databases that are free to use for both employers and people seeking work.
7. Place a recruiting page on your website.
8. Many schools help their graduates find positions so be sure to let them know about your job opportunity.
9. Do you go to trade shows? Put a sign in your booth letting people know your company is growing and you are looking for additional staff. This is a great way to softly solicit your competitors’ employees to apply with you.
10. If the people you want as candidates read trade journals or association newsletters, both can be effective places to advertise.
11. Use bulletin boards in other businesses, schools, or churches.
12. In some communities, radio stations advertise some job openings for free or for a minimal fee.
13. Your local newspaper is not a bad place to advertise but it can be expensive and it is competitive because potential candidates also look at all the other help wanted ads.
If you want candidates to apply with you first you must make your job opportunity sound better than all the other opportunities presented. Spend enough to deliver a strong, compelling message
14. You could try an employment agency. Shop around because agencies differ when it comes to fees and guarantees.
15. Advertise your employment opportunity with your telephone ‘on-hold’ messages.
16. Offer a ‘signing-on’ bonus for new employees who stay with you past your 90-day probationary period.
17. Just because you need to hire someone doesn’t mean the right person will be instantly available in a tight labor market. Keep your eyes open for great people all the time.
In your day-to-day life you are frequently in contact with potential candidates and there is no downside to letting them know you’d like to discuss a future working together.
18. Be aware of what is happening in your industry and related industries. Even in boom economies, businesses fail for a multitude of reasons. When a company goes broke, all their employees need new jobs.
19. Offer a starting salary that will attract the best candidates. Winners know they are winners and they know they are worth more than losers.
Turnover and hiring mistakes are expensive. Studies show that every time you turn over a position, it costs you between 30 % and 300 % of that position’s annual salary. Sometimes paying a higher salary to get a high performance, long-term employee is actually the least expensive and most profitable way to go.
In the long run, your company is an outstanding success, mediocre, or an abysmal failure because of the efforts of your people.
Do not make the mistake of using only one or two recruiting methods. Recruiting is also a numbers game so use every recruiting method you can. Make recruiting an ongoing priority activity. If you use a variety of recruiting strategies and create strong recruiting materi
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